How do you make sure your staff and managers can rapidly pinpoint the issues that contribute to under performance and keep performers focused? Taking feedback from key colleagues and managers is a powerful way of spotting performance gaps. It also enables you to identify how self-aware your employees are and understand the impact they have on the rest of the organisation.

360 provides your business with an objective framework for identifying performance gaps, developing self-awareness and creating an environment for constructive and honest feedback. This assessment quickly and easily enables people to gather performance feedback from their managers, colleagues, team members and customers and then compare this feedback with their own perception of their performance.

360 can help you:

Dedicate the right amount of effort to managing your high achievers

Uncover issues that may be effecting employee performance

Open channels of communication for improvement amongst teams

Help increase self-awareness

If you're interested in exploring using the 360 tool with Thomas further, get in touch using the following form.

Test author: Sarah Hamilton-Gill
Year of construction: 2012

Background and theory:

The Thomas 360 Bespoke system was developed by Sarah Hamilton-Gill and Thomas International in 2012. The 360 Elite system concept was developed by Sarah Hamilton-Gill over 15 years prior to this as a means to make paper-based 360 programmes more efficient.

360 degree feedback provides individuals with a better understanding of their performance because the respondents provide a rounded '360 degree' perspective on the individual’s competencies, helping reduce an individual's biases.

The respondent's feedback remains confidential and anonymous throughout the process and allows them to answer more freely in an open and honest way. The Thomas 360 Bespoke allows you to choose the areas required for your business, either by selecting from the eight questionnaire templates or selecting from the bank of 31 competencies.

Format:

Thomas 360 Bespoke:
Select a template or choose the competencies to create the framework for your 360. Respondents rate the individual’s performance on each competency on a scale of 1-7 (1 indicating that the individual needs development and 7 indicating the individual is exceptional).

There is also a section which allows the respondents to write comments in free text. The report provides scores from all the respondents as well as highlighting areas of difference between ratings from the participant, this is represented graphically in the report and helps the individual identify areas in which they may have misunderstandings about performance.

Thomas 360 Elite:
Thomas 360 consultants will work with you to develop your competency framework to use in the 360.

Respondents rate the individuals performance on each competency on a scale selected by you - based on your organisational needs, which could be frequency of observations (never - always), achievements (fails to meet - exceeds) and development requirements (needs support - needs development).

There is also a section which allows the respondents to write comments in free text. This can be after each statement or competency or overall comments.

The report provides scores from all the respondents as well as highlighting areas of difference between ratings from the participant, this is represented graphically in the report and helps the individual identify areas in which they may have misunderstandings about performance.

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